When Leaders Should Step Aside

Knowing when to let others lead

We all know the type of manager who just can’t let something go. These managers like to lead through micromanaging, and they’re not good leaders at all. They’ve brought people onto their team, shown them how to do the job, but then don’t let them do their jobs. Whether the manager thinks the people aren’t capable, or they want to make sure the project goes off without a hitch, all they’re doing is destroying the morale of their employees and making them second-guess their work. When they’re finally given a project to do on their own, they’re going to be unsure if they’re doing it right or not, and the quality of the work will suffer. This is why it’s so important for managers to become true leaders, and step aside so that their employees can show off a bit, and shine as bright as you trained them to.

You are in the way of your team’s success

You’re not a leader just because you’re in a position over others. That makes you a boss, and it’s different than being a leader. Leaders help their staff grow, develop, and implement the skills they learned for the betterment of your company. A boss hovers, micromanages, and tends to take credit for the success of their team.

Being a boss is gambling with the success you want to achieve. When morale crumbles, it shows in work quality, and that means bosses see less successful launches of projects than true leaders do because employees don’t believe in themselves. The guidance doesn’t mean controlling a project in hopes of a desirable outcome. Guidance is simply that, being available to answer questions when employees need them answered. At all other times, get out of the way!

You hired great people with the skills necessary for the job at hand. The best thing you can do for them is to support their work, lift them up, let them find their own wings. Stop hovering and controlling their flight, stop clipping their wings, stop holding them down.

Don’t be afraid of staying behind the scenes

We all have expectations for outcomes, people, and situations. It’s natural. We’re human. What we’re not as used to is setting those same expectations for ourselves. As entrepreneurs, we’re used to making lofty goals and sticking to them. We’re also used to doing a lot on our own because that’s how many of us started out. We are used to being the face of our company, the voice people hear when they call, and the hand that touches each project. At some point, we’re going to grow large enough that we can’t be in all those places at once. We need teams who can do the work without us. That’s the point of having a team.

Your team will need support, and that’s where you come in. Support only. They don’t need you to hover over them and direct every aspect of a project. They need you to let them work and get things done.

Hovering and micromanaging is only going to accomplish one thing – destroy your company culture. If you don’t have a company culture yet, look at how you manage. If you lead, company culture will come. If you’re a boss, great employees will leave.

Where do you see your company in 12 months? Do you see you at the helm of a successful, thriving business? There’s only one way to get there – plan it. We have a great planner for you to take advantage of that helps you break down your small, SMART goals and work toward your future vision. Not only will it help you work toward it, but it will also help you achieve it.